Competency management

02COMPETENCY BUILDING

Design performance criteria

Specific competency matrices criteria are designed in this phase. These can either be

• Domain or software specific
• Multidisciplinary
• Combined domain and software

We also audit and enhance client’s existing competency libraries, if required.

After the matrices are completed, job profiles are created for each job type and for each level. The job profiles define the proficiency level that an individual should possess for each of the competency elements, whether core or complementary, that are a component of the competency matrix for that job type. NExT commonly uses five proficiency levels - Awareness, Knowledge, Skill, Advanced and Expert.

03ASSESSMENT

Complete individual assessments

NExT offers two forms of assessment options:

• Self assessment
• One-on-one interview assessment

A self-assessment, of one's performance at a job or learning task considered in relation to an objective standard is accomplished by individuals by means of selecting their perceived proficiency level for each competency element. This is managed through NExTpert.

One-on-one interview assessment, can be used to complement self assessment, or can be applied as a stand alone stage. Interview assessment ensures unbiased accuracy of results and should be conducted by technology or discipline experts.

04VALIDATION

Evidence based validation

During this step, the assessor compares the self-assessment results and makes adjustments based on the one-on-one interview or based on evidence uploaded by the individual on NExTpert. While this is an option for the client, it can be crucial to the accuracy of the assessments.

Some other modular options to consider:

• Self-assessment with validation by client SME.
• Self-assessment with validation by an external SME with gap analysis and defined training plan.
• Self-assessment with validation by an external or internal SME, with customization of competencies, profiles, and levels according to client requirements.

05GAP ANALYSIS

Analysis of assessment results

During this step, we determine competency gaps, strengths and development needs by comparing the proficiency level determined for the individual against the required levels for that individual’s job type and level. Data can be analyzed at the individual, team, department or client level. Various visual reports, for individuals and managers, are accessible for analysis through NExTpert, the digital learning ecosystem.

06INDIVIDUAL TRAINING PLAN

Recommend development plans

Various training and development options and time lines are proposed at this stage that address organizational business needs as well as the training needs of the individuals. Training chronology and priority is outlined along with delivery mechanisms and activities involved.

This training plan is accessible through NExTpert which is also used to monitor the progress and proficiency gap closures. Training plan can be separated into core and complementary trainings as defined in the relevant job profile, this enables key training elements to be given priority. The individual training plans can also be consolidated into a group plan.

07REVIEW AND ASSESS

Evaluation of training results

The plan and process is reviewed on an ongoing basis and at determined intervals. This ensures its effectiveness and the effectiveness of the training and development program. We track the percentage of gaps closed, training hours/cost, actual vs previous comparison, cost-benefit analysis and value creation.